How do you handle negative or conflicting feedback from your sales manager or peers?

Here are three key strategies: 1. Understand the Feedback: Before reacting, take the time to fully comprehend the feedback. Ask clarifying questions if needed, ensuring you grasp the underlying concerns and the intent behind the comments. 2. Stay Objective: Detach personal feelings from the feedback. View it as an opportunity to improve rather than a personal attack. This mindset helps you focus on constructive changes. 3. Seek Solutions: After understanding the feedback, proactively seek ways to address the issues raised. Collaborate with your manager or peers to develop strategies for improvement, demonstrating your commitment to growth and teamwork.

To elevate your performance, it's important to view feedback as neutral - seeing it as a simple data point vs a personal attack. If we get caught up in labeling something "good" or "bad" it can put blinders on our own self development. Example: A leader is critical of your account win strategy (happened to me many times, even when I was a top-performer). Instead of thinking it's a personal attack, try this: Use something both sides can agree on (say like your company's principles) to find common ground. This will help create a bridge between your POV and theirs.

Handling negative or conflicting feedback involves maintaining a calm and open-minded attitude, viewing feedback as an opportunity for growth. Actively listen to understand the concerns and perspectives of your sales manager or peers without becoming defensive. Seek clarification if needed, and collaborate to identify specific areas for improvement. Implement the constructive feedback in your approach, and follow up to demonstrate your commitment to personal and professional development.

To handle negative or conflicting feedback from your sales manager or peers, start by approaching the situation with an open mind and a willingness to learn. Listen carefully to the feedback without becoming defensive, and ask clarifying questions to fully understand their perspective. Acknowledge their concerns and show appreciation for their input, even if you don't agree with all points. Reflect on the feedback to identify areas where you can improve or adjust your approach. If the feedback is conflicting, seek additional input or context to help reconcile differing opinions. Ultimately, use the feedback as an opportunity for growth, viewing it as constructive criticism that can help you enhance your skills and performance.

Handling negative or contradictory feedback requires thoughtful reflection: 1. Pause and Reflect: Before responding, take a moment to reflect on the feedback. Consider its validity and how it aligns with your goals. This prevents emotional reactions and allows you to approach the situation with a clear mind. 2. Identify Areas for Improvement: Use the feedback as a tool for self-assessment. Determine if there are areas where you can genuinely improve and how making those changes can enhance your performance. 3. Develop an Action Plan: After reflecting, create a plan to address the feedback. This demonstrates your commitment to growth and helps turn negative comments into positive outcomes.

Once you on more neutral ground, you have the ability to discover a new perspective that was holding you back. Or you may indeed find that your leader is going off script (away from the company's principles). Instead of relying solely on your initial gut reaction, you validate it more objectively with "Why is this decision being made" and "Where is it coming from?" You have the right, in fact a duty, to ask these questions. But doing so from an objective place vs an emotional space allows you find common ground and build a bridge towards mutual growth.

First, take a deep breath. It's not personal, it's an observation and their perception. Remember, conflicting feedback often means you're doing something right - you're pushing boundaries somewhere! Record the different points. Look for similarities. Is there a common thread hiding in there? Chat with your manager. Maybe they're seeing different sides of your work? Or perhaps they're testing different approaches? Be curious, not defensive. Ask for specific examples and clarification. Don't forget to trust your instincts too! You're on the front lines, after all. If something feels off, speak up. Lastly, remember: growth often comes from these tricky spots

Always dedicate time to reflect on the feedback: 1. Go for a walk in a park close to your office. Sometimes, get out of the environment helps get things clear. 2. Talk to someone out of your job environment. Never to peers or HR. Everything will be used against you. 3. Try to undestand whatyou can improve and separate what is emotional from the feedback from what is really actionable.

Here are four key strategies: 1. Listen Carefully: Fully understand the feedback before taking any action. This helps clarify any misunderstandings and ensures you address the core issues effectively. 2. Prioritize Improvements: Identify the most critical areas for improvement and focus on them first. This ensures that your efforts lead to meaningful changes in performance. 3. Set Clear Goals: Establish specific, measurable goals based on the feedback. This provides a clear direction and helps track your progress over time. 4. Follow Up: Regularly check in with your manager or peers to discuss the steps you’ve taken. This demonstrates accountability and your commitment to continuous improvement.

The key to acting on feedback and ultimately improvement is tracking your progress, and leveraging past experiences to inform your response to feedback. Integrating what has succeeded and failed within your current team with external insights really allows for innovative solutions. It's about blending feedback with your own knowledge for new and effective strategies.

One thing that has helped me the most is try to rate yourself from 1 to 10 in the areas you want to improve on in your EOD report. Be honest, and overtime you'll see some form of progress.

1. Create your own action plan. 2. Act on each step. 3. Keep track of progress. 4. Re-assess your progress. 5. Schedule a conversation with your boss to understand if you are progressing from his perspective.

Here are five key strategies: 1. Adopt a Growth Mindset: View feedback as an opportunity to improve, not a personal attack. This mindset helps you stay open and positive. 2. Identify Patterns: Look for recurring themes in the feedback. Recognizing patterns can highlight areas that need attention and long-term improvement. 3. Seek Clarification: Don’t hesitate to ask for specifics if feedback is vague. Understanding the details helps you focus your efforts effectively. 4. Develop an Action Plan: Turn feedback into concrete steps for improvement. This shows initiative and commitment to growth. 5. Track Progress: Regularly review how you've applied the feedback and measure the impact on your performance.

Use feedback to grow faster. Feedback is an opportunity to expedite your growth in a organization and towards sales results. If your organization has a culture of providing feedback, embrace it and use it to create personal action plans to become a master sales person. Embrace the feedback!

Learning from feedback means first and foremost analyzing it and drawing conclusions from these data. For that, especially with large feedback volumes, you might need to introduce CRM and BI tools, that would allow to keep track of each and every piece of feedback and to constantly adjust conclusions and potential improvements.

Handling negative or contradictory feedback in sales requires a thoughtful response. Here are three key strategies: 1. Stay Calm and Professional: When receiving feedback, maintain composure. Responding with professionalism demonstrates maturity and a willingness to grow, which can help build trust and credibility. 2. Acknowledge the Feedback: Show that you understand and appreciate the feedback. Acknowledging it validates the other person’s perspective and sets the stage for constructive dialogue. 3. Offer a Thoughtful Response: After considering the feedback, respond with a clear plan of action or request for further clarification. This shows that you are taking the feedback seriously and are committed to improving.

Like to be consistent & honest, if its negative I would take and ask how we can improve. Take them address in public, show them improving and taken such 10 negative customer to turn into positive.

Always be grateful for receiving feedback. While you are receiving feedback it's because your boss still believes on you! If your boos is quiet and not providing feedback that is a problem.

"So, let me share some feedback." *cue eye roll* Even if you disagree with the feedback, maintaining professionalism is crucial. I find it best to request specific examples and improvement steps to address conflicting feedback effectively. Remember to first seek to find common ground, address your own blind spots, and keep moving forward toward your goals.